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- Raising the bar: employees are less likely to be involved in employee adaptation in the Far East
Raising the bar: employees are less likely to be involved in employee adaptation in the Far East
The number of companies with programs to adapt employees to a new workplace is lowest in the Far Eastern Federal District and St. Petersburg, analysts told Izvestia. But this practice is most common in Tatarstan, Moscow and the Siberian Federal District. But in the whole country, about a third of companies do not have employee adaptation programs designed to retain employees. Why integration into a team at a new workplace is important, especially during a period of acute shortage of personnel, is described in the Izvestia article.
Where they don't help you join the team
Less than half of Russian companies have implemented onboarding programs for the adaptation of new employees, analysts told Izvestia. Almost a third of organizations do not have a centralized adaptation process.
Such practices are least often used in the Far Eastern Federal District, where they exist only in about 34% of companies. The study presents the regions separately — St. Petersburg has become an anti-leader, where less than 40% of organizations have onboarding.
Tatarstan is the most serious place for the process of adapting new employees to the workplace. In this region, 58.3% of companies carry out additional work on assimilation of newcomers in the first three months of work.
"At the same time, where there are welcome meetings, excursions and feedback, 78% of newcomers stay in the company for more than a year," said the authors of the study, analysts of the online recruiting platform. hh.ru and the interactive technology agency WeAreKometa.
In Moscow, 52% of companies can boast of onboarding programs. And of the federal districts, Siberia showed a similar indicator. In the Volga region, 46% of companies are engaged in employee adaptation.
The most common practices for adapting new employees are implemented in the fields of tourism, retail, and IT. They are less common in construction, marketing, science, and education.
How onboarding methods work
Most often, to adapt an employee to a new workplace, companies conduct tours of the office and introduce departments, give presentations, regulations for self-study, corporate applications with training blocks. Some also use gamified HR platforms, the analysts noted.
The adaptation of a new employee includes introducing the newcomer to the team, handing him the necessary office supplies or special clothes, career consultant Natalia Kretova reminded. Sometimes they give you mugs, T-shirts and other pleasant little things with the company's logo.
Adaptation practices also include training in necessary skills, career tracks and personnel reserve issues, corporate events and the company's HR brand, open feedback and corporate values, as well as convenient automation, added Sergey Muravyov, HR Director of the Public Relations Development Company (CROS).
Only 9.1% of companies use digital platforms with gamification to adapt employees, said Olga Gnedovets, Chief Executive Officer at WeAreKometa.
"But the addition of mentors in 45.2% of companies increases the effectiveness of adaptation by 30%," she added.
Kontakt InterSearch partner Elena Demyanishnikova noted that during the adaptation period, a new employee needs to be given feedback on the results of the selection process — to explain why this particular person was chosen, which competencies, experience or personal qualities became key. This helps a person feel confident and better understand exactly how they are useful to the company.
In addition, it is necessary to agree on expectations in advance. It is important for a new employee to understand what is considered success, by what signs it will be clear that he is "in his place." It is important to help an employee build a network of work relationships: which colleagues will help, with whom to interact, where to contact with questions.
— It is also worth openly telling how the team is organized, — Elena Demyanishnikova pointed out. — Each team has unspoken rules, each leader has his own style. A beginner doesn't have to guess them blindly. It is much more productive to immediately identify how it is accepted to communicate, how decisions are made, which is definitely not worth doing. This relieves tension and helps you get into work faster without feeling like you're "in a minefield."
Izvestia sent a request to the Ministry of Labor and the Research Institute of Labor with a request to evaluate the implementation of onboarding practices in the country, as well as to assess their effectiveness.
How is onboarding useful?
You can search for the perfect candidate as much as you want, but if you don't accompany him from the very first days, your efforts will be wasted, said Elena Demyanishnikova.
— And this is especially true now, when the market is experiencing a shortage of personnel. Therefore, losses in the first months are especially painful," the expert said.
Properly adapted staff, as a rule, tries to keep their workplace, understanding and sharing the company's values, Natalia Kretova said.
"In conditions of personnel shortage, such practices are the right strategy for companies that want to survive in the competition for workers and talented minds," she said.
According to the Director of Organizational Development hh.ru Elena Petrova, where there are welcome meetings, excursions and feedback, almost 80% of newcomers stay in the company for more than a year.
Onboarding contributes to a longer employee's life in the company, Olga Gnedovets said. In addition, this process helps beginners to achieve KPIs faster.
— The clearer the adaptation system is, the more likely it is that the specialist will stay in the company for a long time. And the key task for businesses is to adopt these practices," the expert said.
Employee adaptation makes it possible to minimize the number of conflicts in the workplace, said Victoria Odintsovo, marketing director of the Calltouch business development service.
— In today's world, it is extremely important to pay attention to employees' reactions to stress, behavior in disputes, and communication patterns. And support them if they encounter difficulties. This increases the likelihood that a person will take root in the company and the workforce will not be lost," she stressed.
The adaptation of employees begins even before a person goes to work, Elena Demyanishnikova is sure.
— If an employee leaves during the probation period, this is not his personal decision, it is primarily a failure in the recruitment and embedding system, — she stressed.
The lack of onboarding in the company significantly increases the likelihood of repeated expenses for finding and hiring a new employee, their amount may amount to more than half of the annual salary of this specialist, said Sergey Spasov, Director of Human Capital Development at the Skolkovo School of Management.
— When there are few specialists on the market, it is not enough to simply find them, it is important to keep them in the company. And onboarding is the first step that lays the foundation for loyalty," he explained.
Recruiting an employee costs the company an average of 3-12 employee salaries, depending on the position level, Sergey Muravyov added.
"If we take into account the time and financial costs of putting a new employee into office and the loss of company revenue before reaching the required level of efficiency, then understanding the need to build internal processes, or better yet, a competent HR system, comes naturally," he stressed.
Technology companies attach great importance to employee adaptation, especially those that are aimed at young people, said Anahit Emin, head of the recruitment department at UNITY HR company.
— The successful adaptation of employees is influenced by the maturity of management, the experience and involvement of managers, as well as the culture in the company. Creating an effective adaptation system does not require large expenses, human communication, attention and care are enough," she said.
According to the expert, applicants often tell at interviews that they did not receive enough attention at their previous job in the first few months or during the first year.
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